Workload Indicators Of Staffing Need Method in determining optimal staffing levels at Moi Teaching and Referal Hospital

Musau, P; Nyongesa, Paul; Shikhule, A; Birech, E; Kirui, D; Njenga, M; Mbiti, D; Bett, Andreas W.; Lagat, L; Kiilu, K

doi:10.4314/eamj.v85i5.9617

Cited by 27 publications

(37 citation statements)

References 6 publications

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“…Using this tool, supply and demand can be measured in each health facility. Similar approaches have been used in Tanzania and Kenya [18,14]. The number of staff required in each maternity ward was calculated as follows:…”

Section: Methodsmentioning

confidence: 99%

Nursing and midwife staffing needs in maternity wards in Burkina Faso referral hospitals

Kouanda

Ridde

2014

Hum Resour Health

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BackgroundIn 2006, Burkina Faso set up a policy to subsidize the cost of obstetric and neonatal emergency care. This policy has undoubtedly increased attendance at all levels of the health pyramid. The aim of this study was to measure the capacity of referral hospitals’ maternity services to cope with the demand for health services after the implementation of this policy.MethodsThis study was conducted in three referral health centres (CMAs, CHRs, and CHUs). The CHU Yalgado Ouédraogo (tertiary level) and the CMA in Sector 30 (primary level) were selected as health facilities in the capital, along with the Kaya CHR (secondary level). At each health facility, the study included official maternity ward staff only. We combined the two occupational categories (nurses and midwives) because they perform the same activities in these health facilities. We used the WISN method recommended by WHO to assess the availability of nurses and midwives.ResultsNurses and midwives represented 38% of staff at the University Hospital, 65% in the CHR and 80% in the CMA. The number of nurses and midwives needed for carrying out the activities in the maternity ward in the University Hospital and the CMA is greater than the current workforce, with WISN ratio of 0.68 and 0.79 respectively. In the CHR, the current workforce is greater than the number required (WISN ratio = 2).This medical centre is known for performing a high number curative and preventive activities compared to the Kaya CHR. Like the CHU, the delivery room is a very busy unit. This activity requires more time and more staff compared to other activities.ConclusionThis study showed a shortage of nurses and midwives in two health facilities in Ouagadougou, which confirms that there is considerable demand. At the Kaya CHR, there is currently enough staff to handle the workload in the maternity ward, which may indicate a need to expand the analysis to other health facilities to determine whether a redistribution of health human resources is warranted.

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Section: Methodsmentioning

confidence: 99%

Nursing and midwife staffing needs in maternity wards in Burkina Faso referral hospitals

Kouanda

Ridde

2014

Hum Resour Health

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“…This study is supported by the fi ndings of the previous studies on improving the current staffi ng situation of health staff. [2][3][4][5] This study was restricted to a select category of …”

Section: Discussionmentioning

confidence: 99%

Human resource assessment of a district hospital applying WISN method: Role of laboratory technicians

Pandey

Chandel

2013

Int J Med Public Health

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Context:The Workload Indicators of Staffi ng Need (WISN) human resource planning and management tool, developed by Shipp (1998) and popularized by the World Health Organization (WHO), gives health managers a way to analyze and calculate correct staffi ng levels in health facilities. In present study, WISN tool was used to assess a District Hospital in terms of staffi ng of laboratory technicians to understand the staffi ng need against the existing workload of health system. Aims: To assess the staffi ng needs of laboratory technicians in District Hospital using WISN method. Settings and Design: Hospital-based cross-sectional study. Materials and Methods:The present study is a cross-sectional survey involving observation, record review, and personal interview. Study was performed in a District Hospital of Madhya Pradesh. There were six laboratory technicians in the District Hospital and all of them were included in the study. The staffi ng pattern and need of laboratory technicians in District Hospital was estimated and WISN indicators calculated. Statistical Analysis Used: Rate ratio and proportions were calculated using Microsoft Excel 2007. Results: WISN calculation showed that District Hospital in which the study was done requires 16 laboratory technicians in order to provide the volume of health services in its annual statistics in accordance with the professional standards (activity standards) for these services, thus having a shortage of 10 technicians. Conclusion: The laboratory technicians in the District Hospital where study was conducted are constantly under pressure to match the existing workload due to shortage of manpower. Appropriate human resources management and planning can contribute greatly to the improvement of effi ciency of their work by ensuring optimum workload.

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“…[7][8][9][10][11] Türkiye'de ise sınırlı sayıda çalışmada, iş yüküne dayalı personel ihtiyacı belirleme yöntemi kullanıl-mıştır. 12,13 Bununla beraber, iş yüküne dayalı personel ihtiyacı belirleme yöntemi kullanılarak patoloji uzmanı sayısı ve dağılımının değerlendirildiği herhangi bir çalışmaya rastlanmamıştır.…”

Section: Discussionunclassified

A Study of Need Recognition with Workload Based Staffing Need Estimation Method: Efficcacy and Distribution of Pathologists in Turkey

Üner¹,

Usubütün²

2012

Turkiye Klinikleri J Med Sci

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Ö ÖZ ZE ET T A Am ma aç ç: : Bu çalışmanın temel amacı, sağlık personeli ihtiyacını belirlemede, iş yüküne dayalı personel ihtiyacı belirleme yönteminin, Türkiye'de kamu hastanelerinde çalışan patoloji uzmanları örneğinde uygulanmasıdır. G Ge er re eç ç v ve e Y Yö ön nt te em ml le er r: : Çalışmada, üniversite ve Sağlık Bakanlığına bağlı 248 hastanenin 2009 yılında patoloji laboratuvarlarında ürettikleri hizmetlerin verileri, iş yü-küne dayalı personel ihtiyacı belirleme yöntemi uygulanarak hizmet ve ayarlama standartları oluşturulmuş ve gerekli patoloji uzmanı sayısı hesaplanmıştır. B Bu ul lg gu ul la ar r: : Çalışmada, 190'ı üniver-sitelerde çalışan 711 patoloji uzmanının yaptıkları işlerle ilgili veri toplanmıştır. Patolog sayısı toplamda yeterli olarak görünürken, 248 hastanenin ¼'ünden fazlasında patoloji uzmanı eksikliği ve yaklaşık yarısında patoloji uzmanı fazlalığı vardır. Hesaplanan insan gücüne göre üniver-site hastaneleri için oran "1"in altında, buna karşın hizmet hastanesi grubu için "1"in üzerindedir ve patoloji uzmanı fazlalığı bulunan 117 hastanenin 107'si hizmet hastanesidir. S So on nu uç ç: : Patoloji uzmanlarının çalışma sonuçlarına göre sayıları yeterli, ancak dağılımları dengesizdir. Üniversite hastanelerinde patoloji uzmanı eksikken, hizmet hastanelerinde gereğinden fazla personel olduğu saptanmıştır. İş yüküne dayalı personel ihtiyacı belirleme yöntemi, insan kaynaklarının planlanması ve yönetiminin geliştirilmesi için kullanılan birçok araçtan birisidir. Bu yöntemin insan kaynakları ile ilgili diğer araçlarla birlikte kullanılması, çok daha güçlü insan kaynakları sistemlerinin oluşmasını sağlayacaktır.A An na ah ht ta ar r K Ke el li im me el le er r: : Sağlık insan gücü; iş yükü; patoloji; hastaneler A AB BS ST TR RA AC CT T O Ob bj je ec ct ti iv ve e: : The basic purpose of this study was to apply the workload based staffing need estimation method to detect the need for healthcare workers in a sample of pathologists who work in state hospitals in Turkey. M Ma at te er ri ia al l a an nd d M Me et th ho od ds s: : In this study, service and adjustment standards were developed employing the workload based staffing need estimation method using data regarding services produced in pathology laboratories of 248 university hospitals or state hospitals of the Ministry of Health and the number of required pathologists was estimated. R Re es su ul lt ts s: : Data on the work produced by 711 pathologists (190 working in universities) were collected. While the total number of pathologists seemed adequate, it was lower than required in more than ¼ of 248 hospitals and was in excess than needed in approximately half of the included hospitals. According to estimated human power, the ratio was below 1 for university hospitals and above 1 for state hospitals. Of the 117 hospitals with excessive number of pathologists, 107 were state hospitals. C Co on nc cl lu us si io on n: : This study suggests that although the number of pathologists is adequate for the work produced, their distribution is disp...

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Workload Indicators Of Staffing Need Method in determining optimal staffing levels at Moi Teaching and Referal Hospital

Cited by 27 publications

References 6 publications

Nursing and midwife staffing needs in maternity wards in Burkina Faso referral hospitals

Nursing and midwife staffing needs in maternity wards in Burkina Faso referral hospitals

Human resource assessment of a district hospital applying WISN method: Role of laboratory technicians

A Study of Need Recognition with Workload Based Staffing Need Estimation Method: Efficcacy and Distribution of Pathologists in Turkey

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